Influence of Leadership and Organizational Climate on Employee Performance with Job Satisfaction as Intervening Variable at Denpasar National Polytechnic

This study was conducted at the Denpasar National Polytechnic, as obtained related data the performance of employees who experience fluctuations, so factors that will affect the performance of PND employees will be investigated, namely leadership and organizational climate mediated by job satisfaction. The study population was all permanent employees at the 32nd Denpasar National Polytechnic. The sampling method uses the census method or saturated sample, so the number of respondents is 32 people. Based on the results of research and related discussions can be concluded: Leadership has a positive and significant effect on employee performance at the Denpasar National Polytechnic, organizational climate positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee job satisfaction at the National Polytechnic Denpasar, organizational climate has a positive and significant effect on job satisfaction of employees of the National Polytechnic Denpasar, Job satisfaction has a positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee performance with job satisfaction as an intervening variable on the Denpasar National Polytechnic. Organizational climate has a positive and significant effect on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic

Denpasar National Polytechnic (PND) in an effort to improve organizational performance, and realize its vision and mission, has a role as a higher education institution that organizes professional education (Vocational) and to fill the labor gap between high school graduates with undergraduate staff, this hope will not be realized if it is not supported fully by the availability of human resources at the Denpasar National Polytechnic, by making improvements to the leadership, organizational climate and job satisfaction so that employee performance may increase which will have a positive impact on improving the performance of the Denpasar National Polytechnic.
The elements of employee performance appraisal at the Denpasar National Polytechnic consist of four performance indicators, namely: Researchers use recapitulation of employee performance appraisal to determine employee performance at Denpasar National Polytechnic, employee performance appraisal is carried out by the Director Denpasar National Polytechnic namely Mr. I Made Adi Purwantara, ST., M.Kom through the head of the Bureau of personnel with the results in Table 2.  Table 2 the employee performance appraisal, the performance of Denpasar National Polytechnic employees experiencing fluctuations, especially in the very good category is still not optimal. The highest performance occurred in July with a total of 25 employees from 32 employees who achieved very good performance and the lowest in November, ie only 20 employees from 32 employees who could achieve very good performance. This indicates a problem with employee performance. This is consistent with interviews  Another variable that can also affect employee performance is organizational climate. According to Setiawan's research (2015) there is a significant influence of organizational climate on employee performance, so it is necessary to create a pleasant organizational climate for employees. If this dimension can be created within the company, it can maintain and improve employee performance. A similar study by Purnama (2017) also states that there is a positive correlation between organizational climate and employee performance. While it is different from Sabari (2015) and Pasaribu (2016) research which found that organizational climate has no significant effect on employee performance, meaning that with a good organizational climate, it will not necessarily be able to improve employee performance, this is because each employee already has an Auth to work . Based on previous research that has been presented, it shows the results of research that are inconsistent, so the mediation variable is used, namely job satisfaction which also has an influence on employee performance.
Job satisfaction affects employee performance, in line with Sutjitra's research results (2015) and Ndulue (2016) which shows there is a significant influence between employee job satisfaction on employee performance. When an employee feels satisfaction at work, an employee will make every effort to complete his work, which will ultimately result in high performance and service quality. Therefore, employee satisfaction is no less important for a company to consider. Similar research by Arifin (2018) explains that transformational leadership, job satisfaction and work discipline have a significant relationship above organizational commitment and employee performance. While research by Susilo (2018) obtained the results that job satisfaction did not significantly influence employee performance.
Based on the phenomena that have been described, as well as the results of previous studies that are inconsistent and remember the importance of leadership, and organizational climate which affects employee performance mediated by employee job satisfaction, the researcher is interested in conducting research on "Leadership Influence and organizational climate on employee performance with job satisfaction as an intervening variable at the Denpasar National Polytechnic.

Problem Formulation:
Based on the background description above, the problem formulation in this study is: Employees or employees who have high performance is a dream for every organization, because the higher the employee's performance, the higher the organization's chances of achieving its goals appropriately. Mangkunegara (2011: 57) defines performance as a result of work in quality and quantity achieved by an employee in carrying out their duties in accordance with the responsibilities given to him. Optimal employee performance can be achieved if a company has a leader who is able to direct his employees well according to company goals. According to Siagian, (2010: 46) Leadership is the ability to take decisions that are practical, realistic and can be implemented as well as facilitate the achievement of organizational goals.
In addition to leadership, employee performance is also influenced by the organizational climate. According to Simamora (2011: 34) organizational climate is: Internal environment or organizational psychology. Organizational climate influences HR practices and policies accepted by members of the organization. Please note that each organization will have a different organizational climate. The diversity of jobs designed within the organization, or the nature of the individuals that exist will illustrate these differences. Organizational climate according to employee desires can increase job satisfaction.
Employee job satisfaction must be created as well as possible so that employee morale, dedication, love and discipline increase. When people talk about worker attitudes, they usually refer to job satisfaction, which explains a positive feeling about work that results from an evaluation of its characteristics (Robbins and Judge, 2015: 46). According to Mangkunegara (2012: 117), job satisfaction is a feeling that supports or does not support employees associated with their work or with his condition

Empirical Study:
Studies Many previous studies have been conducted that relate to factors that data affect employee performance. The previous research that became a reference in this study, namely: research by Aji (2017) Research by Sutjitra (2015), Ndulue (2016) and Arifin (2018) found results that job satisfaction had a positive and significant effect on employee performance, while Susilo (2018) showed that job satisfaction did not significantly influence employee performance.

Research Design, Concept Framework and Hypothesis:
Research Design: According to Narimawati (2008: 29) the research process must be presented in a research design. The design of this study begins with defining the problem and title, then identifying the problem, then formulating the problem and the purpose of the study. Furthermore, forming a research variable hypothesis that refers to the theoretical and empirical studies related to the variables of Leadership, Organizational Climate on employee performance with job satisfaction as an intervening variable. Data is then collected and analyzed using PLS / SEM.

Conceptual Framework Conceptual:
Framework related to the influence of leadership, organizational climate on employee performance with job satisfaction as an intervening variable can be seen in Figure 1 below:  The scope of the research will examine the effect of leadership, organizational climate on employee performance with job satisfaction as an intervening variable. The reason researchers chose the Denpasar National Polytechnic as the location of the study because until now the duties and responsibilities of the institution / agency to employees must be maintained and for the future to be even better in making services to the people who conduct transactions at the Denpasar National Polytechnic. This is possible because with the Leadership, organizational climate that adjusts to the situation of the organization, with job satisfaction as a variable that strengthens employee performance. With a good employee performance will eventually lead to employee loyalty to the Denpasar National Polytechnic

Population and Sample:
Population in this study are all permanent employees at the Denpasar National Polytechnic, amounting to 32 people. Based on data obtained at the Denpasar National Polytechnic numbered 32 people less than 100, then taken entirely, so this study is a population study. Then the sampling method is the census or saturated sample method.
1. Job itself 2. Salary 3. Promotion of 4. Supervision 5. Co-Workers' 6. Working Conditions Employee Performance(Y2) is the ability of Denpasar National Polytechnic employees, in achieving work that can be accounted for. Performance is very important to achieve goals and will encourage someone to be even better in achieving goals. According to Handayani (2013: 11) The indicators of employee performance are as follows: 1. Quality of Work 2. Quantity of Work 3. Punctuality of work 4. Collaboration

Data Analysis Techniques
Analysis of research data used to answer the hypotheses in this study using SEM analysis PLS.

Results and Discussion:
Test results with Partial Least Square (PLS) in this study indicate that the test outer model, which consists of convergent validity, discriminant validity, and composite reliability have met the test requirements, so that the data is declared valid and reliable.
The value of R 2 to the employee's performance is of 0.572, which means 57.2% of employee performance is influenced by leadership, organizational climate, and job satisfaction, while the remaining 42.8% is another factor outside the research model. Then, the value R 2 for the job satisfaction of 0.668, meaning that 66.8% of job satisfaction is influenced by leadership and organizational climate, while the remaining 33.2% were other factors beyond the research model. The path coefficient of leadership influence on employee performance is 0.257 with P value of 0.017. These test results prove the hypothesis 1 (H1), which states that leadership and significant positive effect on employee performance is acceptable. These results give a sense that the better the leadership of the Denpasar National Polytechnic, the higher the employee's performance or vice versa the lower the Leadership, the lower the employee's performance. The findings of this study provide information, Leadership in organizations is directed to influence the people they lead, so they are willing to act as expected or directed by others who lead it.
The path coefficient influences the organization's climate on employee performance by 0.276 with P value of 0.007. The results of this test prove hypothesis 2 (H2), which states that organizational climate has a positive and significant effect on employee performance can be accepted. These results give a clue that the better organizational climate will be able to improve employee performance at the Denpasar National Polytechnic. The findings of this study lead, employees to have a good organizational climate in carrying out their duties and work at the Denpasar National Polytechnic, by prioritizing tomeasure the feeling of pressure to improve the performance and degree of pride that employees have in doing their jobs well. This is consistent with the statement of Luthans (2006), that a good organizational climate has a positive impact on organizational development caused by a good organizational climate.
The path coefficient of leadership influence on job satisfaction is 0.584 with P value of 0.000. The results of this test prove hypothesis 3 (H3), which states that leadership has a positive and significant effect on job satisfaction can be accepted. The results obtained provide meaning, increasing leadership at the Denpasar National Polytechnic will increase employee job satisfaction. The findings of this study will provide information that leadership is formulated as a behavior with specific goals to influence the activities of group members to achieve common goals designed to provide individual and organizational benefits, so that in an organization leadership is a very important factor in determining the achievement of employee job satisfaction in Denpasar National Polytechnic.
The path coefficient of influence of organizational climate on job satisfaction is 0.415 with P value of 0.001. The results of this test prove hypothesis 4 (H4), which states that organizational climate has a positive and significant effect on job satisfaction can be accepted. The results obtained provide a meaning, that the increased organizational climate at the National Polytechnic of Denpasar will increase employee job satisfaction behavior. Employees have a high organizational climate if they have trust and accept the goals and values of the organization, wish to strive towards achieving organizational goals, have a strong desire to survive as a member of the organization.
The path coefficient influence of job satisfaction on employee performance of 0.466 with P value 0.002. The results of this test prove hypothesis 5 (H5), which states that job satisfaction has a positive and significant effect on employee performance can be accepted. In accordance with the results obtained can be stated, high job satisfaction will encourage the realization of organizational goals effectively. the better employee satisfaction will be able to improve employee performance at the Denpasar National Polytechnic.
The path coefficient of leadership influence on employee performance through job satisfaction is 0.272 with P value of 0.012. The results of this test prove hypothesis 6 (H6), which states that job satisfaction positively significantly mediates the influence of leadership on employee performance can be accepted. The findings of this study provide information, Leadership in organizations is directed to influence the people they lead, so they are willing to act as expected or directed by others who lead it. The path coefficient of influence of organizational climate on employee performance through job satisfaction is 0.193 with P value of 0.018. The results of this test prove hypothesis 7 (H7), which states that job satisfaction positively significantly mediates the influence of organizational climate on employee performance can be accepted. Based on these results it can be interpreted that the higher employee job satisfaction is based on the higher organizational climate, the employee's performance will increasingly increase at the Denpasar National Polytechnic. Information that can be conveyed from the mediation effect of job satisfaction variables on the indirect effect of organizational climate variables on employee performance is Partial Mediation. These findings provide a clue that the variable job satisfaction is not a key determinant of the influence of the organizational climate on employee performance.

Conclusion
Based on the results of research and discussion related to the influence of Leadership Quality and organizational climate on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic, the following conclusions can be drawn.  6. Leadership has a positive and significant effect on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic 7. Organizational climate has a positive and significant effect on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic

Suggestion:
Suggestions that can be given to the Denpasar National Polytechnic namely to be able to improve employee performance, the Denpasar National Polytechnic, should pay attention to the role of a person who is focused on decision-making by leaders regarding all activities carried out by the company will involve employees. Then, the Denpasar National Polytechnic, it is also recommended to pay attention to the organizational climate, which is on the indicators of standards that measure the feeling of pressure to improve performance and the degree of pride that employees have in doing their jobs well so that it can be further improved.
For further researchers it is recommended to develop this research by using a wider population and sample so that the results of the research are more tested for reliability. Besides, it is expected to test other variables that are allegedly able to influence employee performance such as communication, employee work ability, employee work culture